隨著產業環境變遷以及產業競爭加劇，人力資源工作者如何協助企業內部建立合理的機制，提升員工工作績效與組織公民行為，進而提升組織的整體績效，是十分重要的課題。本研究藉由釐清員工對人力資源高績效工作實務的感知對員工個人績效及組織公民行為感知的影響性，提供個案公司在建立人力資源合理的機制與環境時作為參考，以期透過有效的人力資源管理實務，能引導、促使員工在工作績效與組織公民行為兩方面均能朝向組織所期待的方向發展。 本研究共發放問卷240份(台灣地區80份、大陸地區160份)，回收問卷208份(台灣地區55份、大陸地區153份)，回收率為86.7%。扣除不完整填答問卷50份，總計有效問卷共158份，有效回收率為66%。並利用迴歸分析方法進行分析，最後研究結果為： 一、員工對短期聚焦的人力資源管理活動實務執行效果的感知越佳，員工對於自己的工作績效的感知也越高。 二、員工對短期聚焦及長期發展的人力資源管理活動實務執行效果的感知越佳，員工對於自己的組織公民行為的感知也越高。 To adjust the swiftly changing and keenly competitive industrial environment, a human resource manager nowadays must have the ability to construct a HR system not only promoting the employees’ working performance and their organization citizen behavior but also inspiring the general organizational performance. By clarifying how employees’ perception on high-performance work practices changes their working performance and organization citizen behavior, the research attempts to provide some efficient references for strategic human resource managers, when structuring the institutional managing system and environment, to discover some more effective ways of management that can both kindle the employees’enthusiasm of high working performance and satisfy the institutional expectation of automatic organization citizen behavior. This research receives 158 valid questionnaire and comes to conclusions indicating that (1) the more the employees perceive the implementation of HRM practices of alignment and HRM practices of adaptability, the better their perception of their organization citizen behavior, and (2) the more the employees perceive the implementation of HRM practices of alignment, the better their perception of their own working performance.
